摘要
摘要
城市商业银行成立晚，规模小，同时面临国内同行与外资的竞争压力。面对
激烈的竞争市场环境和日益严格的金融监管政策，探索通过内部挖潜，创新绩效
考核已成为城市商业银行求生动力，也成为学界研究的热点之一。
本文基于目标管理理论、激励理论、权变理论，通过研究济宁银行的现行绩
效考核方案，了解员工对目前济宁银行绩效考核的满意度情况，通过调查和分析
发现员工对现行绩效考核的满意程度一般，具体表现方面为对指标的设计不满
意、对沟通反馈不满意和对结果运用不满意这三个方面。同时对银行的各层级代
表进行深度访谈，分析造成满意度不高的原因，了解目前绩效考核具体存在的问
题。在对出现的问题及出现的原因分析后，本文根据济宁银行提供绩效考核的目
标与原则，运用平衡记分卡的“四维度”为基础，设定了二级指标14个，从而
设计了一套全新的绩效考核指标体系。并运用层次分析法，结合绩效管理人员、
部门负责人的打分对各指标权重进行了分配。对绩效考核的指标、沟通反馈与申
诉流程、考核结果运用三个方面进行了改进。最后结合济宁银行的现实情况，加
强宣传、培训、信息技术和制度方面的“四保障”，以保障济宁银行绩效考核改
进方案的推行。通过研究对提升济宁银行员工绩效考核具有较强的指导意义，对
增强济宁银行在银欧亿·体育（中国）有限公司中的竞争力具有现实意义。
关键词：城市商业银行；绩效考核；平衡记分卡；层次分析法
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Abstract
Abstract
The city commercial bank was established late, with small scale, and at the same
time facing the competitive pressure from domestic peers and foreign investors.
Facing the fierce competitive market environment and increasingly strict financial
supervision policies, exploring the potential of innovation through internal
performance assessment has become the survival motivation of city commercial banks
and one of the hot spots in academic research.
Based on objective management theory, incentive theory, and contingency theory,
this paper studies the current performance appraisal plan of Jining Bank to understand
employees’ satisfaction with the current performance appraisal of Jining Bank.
Through investigation and analysis, it is found that employees are generally satisfied
with the current performance appraisal. The specific performance aspects are three
aspects: dissatisfaction with indicator design, dissatisfaction with communication and
feedback, and dissatisfaction with the use of results. At the same time, in-depth
interviews were conducted with representatives of all levels of the bank to analyze the
causes of low satisfaction and to understand the specific problems existing in the
current performance appraisal. After analyzing the problems and their causes, this
paper, based on the goals and principles of Jining Bank’s performance appraisal, uses
the "four dimensions" of the balanced scorecard as the basis, and sets 14 secondary
indicators, thus designing a set of Brand new performance appraisal index system.At
the same time, the weight of each index is allocated by using analytic hierarchy
process and combining with the scores of performance management personnel and
department heads. It improves the performance appraisal index, communication
feedback and appeal process and the application of appraisal results. Finally,
combined with the actual situation of Jining Bank, the "four guarantees" of publicity,
training, information technology and system are strengthened to guarantee the
implementation of the performance appraisal improvement plan of Jining Bank.
Through the research, it has a strong guiding significance to enhance the staff
performance appraisal of Jining Bank, and has practical significance to enhance the
competitiveness of Jining Bank in the peers.
Key words: City Commercial Bank; Performance appraisal; BSC; AHP
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目录
目录
第一章绪论..............................................................................................1
第一节选题背景与研究意义...............................................................................1
一、选题背景.........................................................................................................................1
二、研究意义.........................................................................................................................1
第二节国内外相关研究现状...............................................................................2
一、国外研究现状.................................................................................................................2
二、国内研究现状.................................................................................................................3
第三节研究方法与技术路线...............................................................................5
一、研究方法.........................................................................................................................5
二、研究技术路线.................................................................................................................5
第四节研究内容与主要创新...............................................................................6
一、研究内容.........................................................................................................................6
二、主要创新.........................................................................................................................7
第二章主要概念界定和相关理论...........................................................8
第一节基本概念界定...........................................................................................8
一、绩效...................................................................................................................................8
二、员工绩效...........................................................................................................................8
三、绩效考核...........................................................................................................................9
第二节基础理论.................................................................................................10
一、目标管理理论.................................................................................................................10
二、期望理论.........................................................................................................................11
三、公平理论.........................................................................................................................11
第三节分析方法和工具.....................................................................................10
一、360度绩效考核..............................................................................................................12
二、平衡计分卡.....................................................................................................................12
二、关键绩效指标.................................................................................................................13
第三章济宁银行员工绩效考核现状分析.............................................15
第一节济宁银行概况.........................................................................................15
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